Millennials are a complex group of humans.

On one hand, they’re seen as difficult to tame and problematic from a management perspective.

But on the other hand, they’re seen as innovative game changers with more than just the potential to overwhelmingly disrupt the business world.

why would you want millennials in your organisation?

So why would you want them in your organisation?

“Many millennials feel unable to exert any meaningful influence on some of society’s biggest challenges; but, in the workforce, they can feel a greater sense of control – be an active participant rather than a bystander.”

– Deloitte2

The entire Community Services Industry is in a period of rapid change. No secret there.

The real secret is how we as not-for-profit organisations are going to adapt our business models and service offerings to survive these changes.

But there is good news. The universe has served us all up a saving grace in overwhelming numbers of millennials flooding the workforce with forward thinking, out-of-the-box, visionary minds.

Not only are they sharp, savvy operators, they’re looking to do social good. 

What are the benefits of hiring millennials?

“We see that millennials intend to stay longer with those employers that engage with social issues.”

– Deloitte2

When you consider these elements in context, it would seem that an employment relationship between a millennial and a not-for-profit organisation is a mutually beneficial arrangement.

Lifehack offer up the following advantages of having millennials in your workplace:

As individuals, they’re:

  • Intrinsically motivated
  • Cost-effective
  • Genuine
  • Driven
  • Out-side-the-box thinkers
  • Super educated

As team players, they’re:

  • Collaborative
  • Tenacious
  • Optimistic
  • Great receivers of feedback (in that they really value it!)
  • Flexible

With technology:

  • They’ve grown up with it
  • They’re the best at social media

In the world:

  • They’re ethical
  • They’re charitable
  • They care about the bigger picture

This is a group of young people with the energy, flexibility, intelligence and willingness to problem-solve and help you adapt your organisation.  

“They are going to change the world, and they want to change it yesterday”

– Claire Tenzer, Group Business Director, Whybin/TBWA Melbourne4

who are millennials

Who are these millennials anyway?

The millennial generation is represented by youngsters who were born between 1980 and early 2000s. They are characterised by digital expertise and a go-getter attitude. The professionals from this generation seek constant growth through constructive feedback regarding their performance and like working on a variety of projects, expecting to succeed in most. Confident and positive, millennials are now ready to take on the world. 


Okay then, so how do you attract them?

There is nothing traditional about the 4.9million Australian1 millennials.

Their expectations are lightyears from what any previous generation has wanted from their employer, or from their career for that matter.

"They are incredibly self-aware. They have a strong value set they understand and they will make choices based on that. They want to choose their own path, set their own agenda. They don’t want a career that is controlled by someone else. They will be the captain of their own ship."

– Zoey Saunders, Head of Customer Category for Coles at Carlton United Brewery4

Real flexibility is a key of managing millennials’s5 key pieces of advice for those looking to hire millennials include:

  1. Forget the 9-to-5 schedule
  2. If you want them to stay, offer training resources
  3. Don’t wait for the next annual review for feedback
  4. Give them purpose beyond the bottom line
  5. The perks matter too.

“Silicon Valley’s wealth of perks, like nap rooms, free food, and pet-friendly policies, has raised the bar for many companies. But these luxuries are often just the obvious benefits of a general culture of care that appeals to millennials.

“While members of Generation X value control and compensation, millennials are driven by how well their team works together, how supported and appreciated they feel, and how much possibility they have.

“They’re all about how it feels.”

– Anne Donovan, PwC’s human-capital transformation leader5

Unpacking the Deloitte Millennial Survey 20172, there are some clear offerings to be made by organisations looking to attract millennials:

  • Focus on the social good they will directly influence by joining your team
  • Let them know you measure your organisational success by more than the bottom line
  • Look inwards at your leadership


Surveyed millennials, in general, said they do not support leaders who take divisive positions or aim for radical transformation rather than gradual change. They are more comfortable with plain, straight-talking language from both business and political leaders; respond to passionate opinions; and identify with leaders who appeal to anyone who might feel left out or isolated.

– Deloitte2

  • Create a genuinely flexible workplace
  • Walk your talk by demonstrating your values and being transparent
  • Provide regular feedback and recognition.

Millennials are the trophy generation

They are the Trophy Generation that is good at what it does yet seeks regular feedback for further motivation. The need for validation and praise facilitates more effort and achievement. This means they require more feedback, but it would be worth it as they will work harder to improve upon it.

– Recruiter6

Recruiting millennials to your organisation and making use of their unique way of seeing the world is only going to strengthen your resilience.

There is plenty of research out there about the value of millennials in today’s business-scape and how to harness it.

This is a demographic group that will soon outweigh the presence of any other in the Australian workforce.

The information is all very consistent.

Millennials represent an exciting resource and opportunity to help the Community Services Industry adapt to the changes we’re facing.


Have you taken a good look at the Forecasting the Future Report yet?



1 Roy Morgan – Millennials: A Giant Generational Hoax?

2 Deloitte –  The Deloitte Millennial Survey 2017

3 Lifehack – 16 Advantages of having Millennials in the Workplace

4 CMO – Marketers debate how to lead millennials in the workplace

5 – Five things you can do to attract millennial talent

6 Recruiter – Why Organizations Should Hire More Millennials

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